Determination of violation
How does the University determine that an employee is violating the Alcohol and Drug policy?
An employee may be found in violation of the University’s Alcohol and Drug Policy on the basis of any appropriate evidence including, but not limited to:

• Direct observation
  
• Evidence obtained from an arrest or criminal conviction
  
• An employee's voluntary admission

Consequences for AOD policy violations
What are the consequences if an employee violates the policy or is found using illicit drugs or alcohol on the job or while conducting University business?
The University may initiate disciplinary action against any employee found to violate the Alcohol and Drug Policy, except for an employee who voluntarily admits to illegal drug use or alcohol abuse prior to being identified, and obtains counseling or rehabilitation and thereafter refrains from using/abusing illegal drugs and/or alcohol. The range of disciplinary actions taken when an employee is found to have violated the University's Alcohol and Drug Policy may include termination. The severity of the action chosen will depend on the circumstances of each case, and will be consistent with federal and state law, UNI policy, Regents merit system rules, collective bargaining agreements, and P&S personnel policies and procedures. In appropriate situations, an employee may also be referred for prosecution.

Such disciplinary action, consistent with the requirements of any governing collective bargaining agreement, other statutes, and University policies may include one or more of the following measures:

• Reprimanding the employee in writing
  
• Placing the employee on enforced leave status
  
• Suspending the employee for a certain number of days with or without pay pending an investigation
  
• Suspending the employee until the employee successfully completes a rehabilitation program or until the university determines that action other than suspension is more appropriate
  
• Removing the employee from duty (termination)
  
• Requiring attendance at designated staff development or other specified substance abuse education programs
  
  

On what grounds can an employee be terminated from employment at UNI for drug or alcohol abuse?
The University may initiate action to terminate an employee for:

• Violation of the University's Drug and Alcohol Policy
• Refusing to obtain counseling or rehabilitation after having been found in violation of the University's Alcohol and Drug Policy if this avenue is chosen as appropriate disciplinary action
  
  
• Not refraining from illegal drug or alcohol abuse after having received a "last chance" warning, in writing, about such conduct
  
• Using, selling and/or possessing illegal and/or illicit drugs. In addition to termination, the university may bring criminal charges against the employee.

Will disciplinary action be taken against an employee who voluntarily seeks help?
The supervisor may initiate action to discipline any employee found in violation of the Drug and Alcohol Policy except when the employee:

• Voluntarily admits his or her alcohol or drug use prior to being identified
  
• Successfully completes counseling, inpatient or outpatient treatment
  
• Thereafter refrains from use/abuse.
  

Employees' disclosure obligations
You must comply with the University's Alcohol and Drug Policy. In addition, you are required to notify your supervisor of any criminal drug or alcohol statute conviction for a violation occurring in the workplace, on University property, at a university-sponsored activity or while conducting university business no later than five days after the conviction.
       

University health insurance coverage
Contact the benefits manager in Human Resources at 273-2824 to determine what types of treatment are covered by the University health insurance plan you selected.